Employee Turnover: A Threat to Organizational Performance - Research Paper

Introduction

Employee turnover implies the tendency of the employer to gain and lose workers or how long the employees may join and leave the corporation (Mathieu and Babiak 2016, p. 103). Employee turnover can be a threat to organization performance if competent and skilled workers leave the company. It means that the corporation must incur the expenses of finance and time in training new staff to make them useful in the working environment and acquire the necessary experience and skills. For example, when workers leave the company, the employer has the likelihood of incurring both indirect and direct expenses. However, the research paper focused on the influence of employee turnover in Chargrill Charlie's organization.

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Statement of the Problem

Chargrill Charlie is a traditional hospitality organization which offers various type of meals that contains the quality ingredient. Chargrill Charlie has faced the issue of employee turnover due to poor wages and compensation, long working hours, and lack of employee engagement in decision making. The company encounters the cost related to employee turnover because it involves advertising for new vacancies, and workers' development and training for recruits. The company also incurs the problems in working imbalance, loss of efficiency, and time as well as resource management. However, Chargrill Charlie's organization can address the matters associated with employee turnover by improving workers' morale and satisfaction through involving them in decision making, increasing their compensation and wages, and offering them with a friendly working environment.

The Aims of the Research

Based on the study topic, the purposes of the research include:

• To explore the causes of employee turnover in Chargrill Charlie's organization
• To determine how employee turnover affects the overall revenue of Chargrill Charlie's organization
• To find out the ways Chargrill Charlie's organization would reduce the issues associated with employee turnover

Research Questions

From the study topic, the research derived the following items:

• What are the causes of employee turnover in Chargrill Charlie's organization?
• Does employee turnover affect the overall revenue of Chargrill Charlie's organization?
• What are the ways of reducing employee turnover in Chargrill Charlie's organization?

Literature Review

The study incorporated various peer-revealed articles and credible sources to provide the feasibility study. Based on the research objectives, the literature revealed the causes of employee turnover Charlie's organization, impacts of employee turnover on the overall revenue of Chargrill Charlie's organization, and the ways Chargrill Charlie's organization would reduce the issues associated with employee turnover.

Various studies indicated that lack of employee motivation in terms of rewards, salary increment, and engagement might increase their turnover (Kalidass and Bahron 2015, p.82). Also, the poor working environment may make skilled or competent workers leave the company. Employees are happy to work in an environment away from occupation hazards, harassment, discrimination, and which offers remarkable wages and compensation (Zhang 2016, p. 85). According, employee turnover may have an influence on overall revenue in the Chargrill Charlie's organization. Multiple scholars argued that, when competent workers leave the company, that corporation is likely to incur additional expenses in training the new recruiters to equip them with needed experience and skills (Zhang 2016, p. 85). Recruiting and training employees may have an impact on a company's revenue because they would need more time to improve their productivity and efficiency. However, Chargrill Charlie's organization needs to emulate the policies which would ensure employee retention and satisfaction to boost job efficiency. The strategies include; offering salary increments, compensation, and benefits as well as increasing the working environment. The company should also involve workers in overall decision making to boost their satisfaction and retention.

Kalidass, A. and Bahron, A., 2015. The relationship between perceived supervisor support, perceived organizational support, organizational commitment and employee turnover intention. International Journal of Business Administration, 6(5), p.82. http://dx.doi.org/10.5430/ijba.v6n5p82

Mathieu, C. and Babiak, P., 2016. Corporate psychopathy and abusive supervision: Their influence on employees' job satisfaction and turnover intentions. Personality and Individual Differences, 91, pp.102-106. https://doi.org/10.1016/j.paid.2015.12.002

Zhang, Y., 2016. A review of employee turnover influence factor and countermeasure. Journal of Human Resource and Sustainability Studies, 4(02), p.85. http://dx.doi.org/10.4236/jhrss.2016.42010